A professional employer organization (PEO) co-employs your staff to run payroll, benefits, HR, and compliance, so you can employ people without carrying the full administrative and legal load. Read more →

An EOR legally employs workers on your behalf in a country where you have no entity, handling payroll, benefits, taxes, and compliance while you manage the work. Read more →

In practice, yes. When a PEO employs your workers in a country where you have no entity, it does so as an Employer of Record; “global PEO,” “international PEO,” and “EOR” describe the same service. Read more →

A US PEO co-employs workers only where you already have a US entity. A global PEO employs people in countries where you don’t, acting as the legal employer of record there. Read more →

No. A US PEO relies on US co-employment and can’t be the legal employer outside the United States; hiring abroad requires a global PEO/EOR. Read more →

Yes. You direct their work, goals, and performance; the PEO only handles the employment relationship, payroll, benefits, and compliance in the background. Read more →

Contractors are fast but carry misclassification risk; a global PEO/EOR lets you engage someone as a compliant employee without setting up your own entity. Read more →

Usually days, because the provider already has a compliant entity in-country, versus the months it takes to set up your own entity. Read more →

It lets you hire compliantly and exit cleanly without the cost, time, and long wind-down of building your own entity first. Read more →

Generally no. For payroll purposes a global PEO runs in-country pay, so you don’t need to open a bank account in every country you hire in. Read more →

No. Companies of every size use one to access local compliance expertise and keep visibility over a distributed workforce. Read more →

Yes. It gives acquired teams a compliant soft landing off a transition services agreement, and you can move to your own entity later if scale justifies it. Read more →

With a global PEO you have no entity to wind down, so you resolve employee obligations like severance without the cost and delay of closing a corporation. Read more →

It carries the in-country employer liability, sets compliant contracts from day one, and keeps your footprint — and your exposure — small. Read more →

A global PEO is GDPR-compliant and, as the registered employer, works with you to resolve employment disputes. Read more →

Misclassification can trigger back taxes, social-contribution liability, and IP disputes; a PEO/EOR engages the worker compliantly as an employee. Read more →

Typically a per-employee monthly fee — around $400 to $700 in 2026 — covering the legal employer role, local payroll, benefits, and compliance. Read more →

A global PEO/EOR — far cheaper than entity setup for a single hire, which runs into five figures upfront plus ongoing compliance cost. Read more →

It cuts the time and overhead of entity setup and multi-country payroll, and gives you the visibility that prevents costly errors. Read more →